Job Performance, Interviews and Critical Incidents

Job Performance, Interviews and Critical Incidents

  • Submitted By: phred883
  • Date Submitted: 12/08/2008 10:50 AM
  • Category: Business
  • Words: 1307
  • Page: 6
  • Views: 3


Deborah L. McEnteggart
University of Phoenix
Part I

The job analysis methods I would use are taken from Chapter 5, Table 5.1 in Managing Human Resources. They are as follows:
Job Performance - Advantages are that this details not only the actual job tasks but also the physical, environmental and social demands required to fill the position. The disadvantage of this method is if extensive training or hazardous performance procedures are required for the position it is not the most appropriate method.
Interviews – This method can provide standard, as well as, nonstandard and mental work. The worker can provide information that might not be available from any other source. Disadvantages could be suspicion of interviewer and their motives. Information derived from this method should never be used as the sole job analysis method.
Critical Incidents – This method focuses directly on what people do in their jobs. This provides insight into job dynamics that are measurable and observable. Disadvantage would be the difficulty in developing a profile of average job behavior. The objective would not be met in this aspect.
(Cascio, 2006, p. 1)
Duties include and are not limited to:
1. Knowledgeable about emerging issues in the broad spectrum of sanitation & environmental regulations of cleaning and cleaning systems
2. Experienced in implementing, enforcing and adhering to all OSHA standards in cleaning products and services herein
3. Have an understanding of the legal, safety, ethical and regulatory issues affecting sanitation and cleaning in varied industries and settings
4. Have the ability to develop customized packages of cleaning solutions and systems including products and processes that will meet the clients’ needs
(Spencer, 2008, pg. 2)...

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